Retain your top people with a savings plan built for the digital age

 A Bitcoin Savings Plan (BSP) is an employer-sponsored benefit that lets employees save in Bitcoin automatically through payroll deduction. Each payday, a chosen percentage of the employee's paycheck is converted into Bitcoin and delivered directly to their personal wallet. It's voluntary, flexible, and works alongside existing benefits like a group RRSP — not as a replacement. 

 Yes. Bitcoin compensation is fully legal in Canada. The Canada Revenue Agency (CRA) treats cryptocurrency paid to employees as employment income under subsection 5(1) of the Income Tax Act. Block Rewards is a registered FINTRAC Money Services Business, meaning all AML, KYC, and compliance obligations are handled by us — not by the employer. 

Bitcoin received through payroll is taxed as employment income in the year it is received, based on the Canadian dollar fair market value at the time of transfer. Employers remain responsible for withholding and remitting source deductions — income tax, CPP, and EI — on that amount. Block Rewards calculates these values automatically. When employees later sell their Bitcoin, any gain is treated as a capital gain.

No. BSP is designed to complement — not replace — existing retirement benefits like a group RRSP. The two products serve different needs: RRSPs are tax-deferred retirement vehicles, while BSP is a liquid, non-tax-deferred savings option for employees who want flexibility and direct ownership. Most employers offer both. There is no minimum participation, so there's no downside to adding BSP alongside what you already offer.

BSP integrates with your existing payroll system through a standard setup process. You continue paying employees in Canadian dollars — Block Rewards handles the conversion, custody, and delivery downstream. There is no custom development required, no changes to your current HR or payroll infrastructure, and no crypto expertise needed from your team. 

The employee owns their Bitcoin outright. It is held by Balance, Canada's largest and longest-standing digital asset custodian, with institutional-grade security. Employees can withdraw to self-custody at any time. The employer never touches Bitcoin, holds no digital assets on their balance sheet, and carries no treasury exposure. 

 Dollar-cost averaging (DCA) means buying a fixed dollar amount of Bitcoin at regular intervals — in BSP's case, every payday — regardless of the current price. When Bitcoin's price is high, the contribution buys fewer units. When it's low, it buys more. Over time, this smooths out short-term volatility and reduces the risk of buying at a single unfavourable price point. It's the same principle behind consistent RRSP contributions. 

Participation is completely voluntary. Employees can opt in during onboarding or at any time afterward. They choose their own contribution percentage, and can adjust, pause, or cancel at any time with no penalty. There is no minimum contribution amount. Block Rewards handles employee onboarding, KYC identity verification, and wallet setup — your HR team is not required to manage any of this directly.

Implementation typically takes 1–2 business days from the time the Master Services Agreement is signed. Employee enrollment can be completed within 2–3 business days. There are no minimum employee requirements — even one enrolled employee is enough to run the program. Most companies are fully live within one week of first contact.

Yes. Employers can choose to match employee Bitcoin contributions at any percentage they set. The structure works the same as traditional benefit matching — the employer designates a match rate, and Block Rewards handles the additional contribution automatically alongside the employee's payroll deduction. Employer matching is optional and can be adjusted at any time.

Pricing is $9.99 per participating employee per month, plus 2% of contributions. There are no upfront costs, no setup fees, and no long-term commitments. Employers are billed only for employees who are actively contributing in a given period. There is no charge for employees who are enrolled but have paused contributions.

The employee keeps their Bitcoin. Because BSP delivers Bitcoin directly to the employee's personal wallet — not an employer-held account — it remains the employee's property regardless of their employment status. There are no vesting periods, no clawback provisions, and no employer restrictions on the Bitcoin once it has been delivered. This is a meaningful distinction from equity compensation and some retirement vehicles.